Read A Summarized Version of The Report Here

Summary Report:
Public Consultation on
Systemic Racism
and Discrimination
within the Jurisdiction
of the City of Montréal
Table of contents
1 A Mobilizing Process From the Beginning to the End 4

2 A Mandate and a Vocabulary, Not a Consensus 5
3 The Non-Recognition of Systemic Racism and Discrimination 6
4 Transversal Recommendations, To Redress 9
5 Issues affecting Indigenous people 15
6 Thematic Recommendations 17
6.1 Employment at the City of Montréal 17
6.2 Racial and social profiling 23
6.3 Culture 31
6.4 Urban Planning and Land Use 37
6.5 Housing 40
6.6 Participation in Democratic Life 42
6.7 Towards Increased Accountability 45
7 References 46
2 SUMMARY REPORT | PUBLIC CONSULTATION ON SYSTEMIC RACISM AND DISCRIMINATION

On June 15, 2020, the Office rendered public the report
on the consultation regarding systemic racism and
discrimination within the jurisdiction of the City of Montréal.
The subject of the consultation is complex and defining
its limits was not an easy task. The City had no reference
document at the start of the consultation and it took the
Service de la diversité et de l’inclusion sociale seven months to
produce a compilation of the actions taken on the matter.
More than 7,000 participations, both in person and online,

were recorded during the various phases of the consultation
which lasted almost two years. The documentation produced
constitutes a rich source of testimonies, data, research and
practices from both here and elsewhere. The documentation
is available on the OCPM internet site: ocpm.qc.ca/r&ds/
documentation.
The Commission held was not an inquiry. The goal of the

consultation was not to verify the alleged facts, but rather
to draw a portrait of the current state of affairs, to highlight
the solutions proposed by the collectivity and to enlarge
perspectives in order to guide public decision-making.
The 38 recommendations of the Commission involve,

essentially, four major phases that are required in order
to manage strategic change: recognizing the problem,
measuring the problem, defining goals that lead to concrete
actions and being accountable for these actions1. The
recommendations are divided into two categories:
• transversal recommendations that create a framework
for the elaboration of a strategy to counter systemic
racism and discrimination within the jurisdiction of the
City;
• specific recommendations to implement this strategy
within the various domains under the City’s jurisdiction.
The complete version of the report contains 252 pages,

divided into three chapters. Chapter one presents the
actions undertaken by the City as listed in its documents as
well as the expectations of those involved in the citizens’ Right
of Initiative, particularly regarding specific themes. Chapter
two is a summary of the preoccupations, the problems and
the solutions presented by the persons, the organizations and
the institutions that participated in the consultation. Chapter
three contains the findings of the Commission and presents
its analysis and recommendations as to the actions to be
taken by the City of Montréal in the fight against systemic
racism and discrimination. This document is a summary of
this chapter. The complete version is available in French
only at ocpm.qc.ca/r&ds. In the case of discrepancy between
these documents, the complete version prevails.
SUMMARY REPORT | PUBLIC CONSULTATION ON SYSTEMIC RACISM AND DISCRIMINATION 3

1 A Mobilizing Process,
From the Beginning to the End
On July 27, 2018, a group composed of individuals and The Commission, comprised of co-presidents Maryse
organizations submitted a petition containing 22,000 Alcindor and Ariane Emond and commissioners Judy Gold,
signatures to the Clerk of the City of Montréal requesting a Habib El-Hage et Jean-François Thuot held several activities
public consultation on systemic racism and discrimination, from August 29, 2018 to December 4, 2019. It quickly
in accordance with the citizens’ Right of Initiative as per the became clear that the participants of the consultation had
Montréal Charter of Rights and Responsibilities2. Following numerous, precise and high expectations with regards
the validation of 16,700 signatures, the City Clerk deemed to the municipal administration and with regards to the
the petition conform3. On August 29, 2018, the Executive Commission as well. A large number of participants of diverse
Committee of the City of Montréal adopted a resolution horizons expressed their satisfaction that they were fi nally
mandating the Office de Consultation publique de Montréal being heard on subjects often swept under the table. Several
(OCPM) to organize and hold the consultation4. It is important persons mentioned their exhaustion at having to state and
to acknowledge that without this citizens’ initiative, the restate what so many reports and research had shown during
consultation would surely not have taken place. the past decades. An impressive number of solutions were
proposed by the end of the consultation.

2 A Mandate and a Vocabulary,
Not a Consensus
Within a society, the language used to designate the identities of Canada or had a parent born outside of Canada5. Inequities
of its comprised groups evolves as it is based on theories and involving these populations and subsequent generations
relationships of power that change over the years and with must cease; it is a question of fundamental rights.
varying public discourse. The Commission has chosen to use
the expressions “racialized persons” and “racialized groups” Serious historical injustices have led to and have perpetuated
to identify those that are the subject of the consultation, as the social and economic disadvantages that currently exist
these terms are a better reflection of social constructs than among certain segments of the population. The dispossession
the terms “visible minorities”, “cultural communities” and of Indigenous peoples, colonialism, slavery, the unjust
“immigrants”. The Commission is aware that this choice may treatment of certain immigrants in the 20th century, such as
not form a consensus among the population. The Commission Asians and Eastern European Jews, are just a few examples.
is also aware that there is not a consensus regarding the place Stereotypes associated with certain groups, be it Black, Arab,
of Indigenous people in this debate and the terminology used Asian or Indigenous, continue to nourish discriminatory
in this regard. In addition, the Commission heard the request acts in many areas, such as employment, culture and police
of certain participants to include discrimination based on intervention.
disability in the issues examined by the Commission.
The Commission did not examine the issue of ableism,
It is clear to the Commission that the focus of the consultation however, it clearly recognizes that systemic discrimination
is systemic racism and discrimination, that is to say, the on the basis of disability does exist in Montréal. The
analysis of the interaction between decisions, attitudes and Commission limited its analysis to systemic racism and, in an
institutional practices that are tinged with bias and that intersectional perspective, to other forms of discrimination
have prejudicial effects, intended or not, on racialized and when they intersect with those based on “race”, colour,
Indigenous persons. religion and ethnic or national origin. This interpretation
of the Commission’s mandate does in no way diminish the
A significant segment of the population potentially faces urgency to take concrete action on discrimination based on
obstacles due to systemic racism as both racialized groups disability; in this regard, the municipal administration has
and ethnic groups are subject to these phenomena. The City recently launched a major universal accessibility project6.
indicated that in 2016, more than a third of the Montréal
population, 34.9%, identified as belonging to a visible
minority or an Indigenous group, and 59% were born outside

3 The Non-Recognition of
Systemic Racism and Discrimination
The City, in its reference documents and presentations,

states that it unequivocally rejects all forms of racism and
discrimination and that it is clearly committed to fight these
phenomena7. The Commission, having analysed the multiple
actions taken by the City, considers that numerous resources
are being utilized for the benefit of newcomers to Québec
and for the promotion of urban cohabitation, vivre-ensemble.
The fight against racism and discrimination, however, entails
much more than simply understanding diverse cultural
codes. The Commission also notes the language used by the
City in its interventions as well as by the management and
employees of the boroughs, where the terms “people with
an immigrant background” and “immigrants” are often used
interchangeably.
‘‘
It is a real catchphrase (…) ‘people with
an immigrant background’, everyone
has an immigrant background. So who
are we talking about?
- Marjorie Villefranche, May 28, 2019 (translation)

’’
Due, notably, to this lack of precision, the municipal
administration is turning a blind eye to those who were born
here, racialized groups and Indigenous persons, and who are
affected by systemic racism and discrimination.
In order to foster the full participation of all segments of the

population in the development of their city, as stipulated in
the Montréal Charter of Rights and Responsibilities, the
Commission considers that equal attention must be paid to
a balanced deployment of actions in order to counter racism
and discrimination as well as to assure the inclusion of all
citizens.

Discomfort or Racial Colour Blindness
The Commission notes, among numerous civil servants, a
discomfort or a lack of will to identify the groups that are most
susceptible to suffer from systemic racism and discrimination
within their respective boroughs. The civil servants maintain
that their mission is to serve the entire population in the same
manner, regardless of their origin, and insist on the universal
and neutral character of the services provided8. The citizens’
testimonials during the consultations and the presentations
made by the City confirm this approach.
The Commission is of the opinion that this approach, called

racial colour blindness by certain analysts, evacuates the racial
and/or ethnic dimensions from the decisions and actions taken
by the City. Offering the same treatment to all, irrespective
of their particularities, may perpetuate inequalities already
ensconced in the system and turns a blind eye to the debate
regarding the relationship of power between majority and
minority groups. The City, consequently, is not adequately
questioning its own practices; one cannot fight against
something that one does not recognize.
The Commission also finds that, over the years, the City has
diluted concepts as seen in the terminology used, from an
explicit declaration against racial discrimination in 1989 to
interventions around the notions of integration, inclusion
and intercultural relations; in other words, naming things in
manners that appear less conflictual.
When the Commission asked for precisions on actions

taken by the City regarding the fight against racism and
discrimination, the City’s response was clear:
‘‘ […] the City of Montréal does not recognize the “systemic” nature of the two
phenomena, namely racism and discrimination, and considers that the consultation
will be the occasion to shed light on biases that may show that they are.9
- Response by the City of Montréal to the Commission, July 2, 2019 (translation)
’’
This approach invalidates the experiences of those who are victims of systemic racism and discrimination and manifests an
inability by the City to include their reality in the Montréal landscape.

Finding #1
Although the City affirmed its commitment to fight racism and discrimination, the
Commission finds that the actions taken by the City are geared, principally, to the
integration of immigrants. The fight against racism and discrimination has been neglected.
The systemic nature of these phenomena is not recognized. Consequently, the City does
not question its policies and practices, nor its role in the production and perpetuation
of inequalities within its various jurisdictions, such as employment and public security.
Finding #2
The Commission finds that the actions taken by the City of Montréal regarding the
fight against systemic racism and discrimination are sparse and, therefore, it is difficult
to achieve results. The “culture” of producing differentiated data is non-existent and
evaluations appear deficient. There is neither an administrative entity nor a political entity
responsible and accountable regarding the achievement of results. Various structures,
such as the Comptroller General, the Ombudsman and the Service de la diversité et de
l’inclusion sociale share diverse responsibilities concerning the response to complaints,
the elaboration of programs and evaluations, etc., however there appears to be no
transversal approach. The Commission considers that none of the existing structures
are currently able to efficiently fight against systemic racism and discrimination.

4
Transversal
Recommendations,
To Redress
As mentioned, the recommendations of the Commission

involve, essentially, four major phases required to manage
strategic change: recognizing the problem, measuring the
problem, defining goals that lead to concrete actions and
being accountable for these actions10.
The first step necessary to redress and rectify a situation is

to formally recognize that a problem exists. This recognition
can take many forms and be done in many ways. However, to
demonstrate that a new approach will be taken by the City, it
must be formal, explicit , solemn and public.
Recommendation #1
The Commission recommends that the City of Montréal publicly recognize, without
delay, the systemic nature of racism and discrimination and commit to fight against
these phenomena.
The recognition must be more than simply symbolic. It so that it can successfully accomplish a job that requires
must lead to change and involve dedicated administrative detailed knowledge of the municipal apparatus as well as the
resources that will affect the change via an appropriate comprehension of the underlying mechanisms that feed into
strategy comprising precise and measurables objectives. systemic racism and discrimination. This new entity must
be under the direct authority of the City Manager and be
The Commission does not believe that an existent structure supported by a network of high-level respondents from each
at the City of Montréal is able to make the necessary changes. of the relevant services and boroughs.
The City has not demonstrated, during its interventions, that it
possesses a comprehensive, logical and transversal approach To achieve the above, the Commission recommends that the
within its departments and services regarding the matter at City create the position of Commissioner to Counter Racism
hand. In its various action plans, the City does not mention and Discrimination. This denomination already exists within
long-term objectives, nor does it explain the relationship the City of Montréal; a Commissioner for the Homeless and
between the actions taken and the expected results in short an Indigenous Affairs Commissioner work to render the
or medium term. actions of the City more effective in their respective domains
as well as to counter the marginalization of these groups
The Commission believes that the City must acquire an within the municipal structure.
expertise, a transversal authority who works with all of
the administrative units of the City and the boroughs on
the question of systemic racism and discrimination, as well
as a chain of accountability regarding results. This new
entity should be given sufficient and competent resources

Recommendation #2
Recognizing the systemic nature of racism and discrimination, the Commission
recommends that, by the month of October 2020, the Municipal Council create the
position of Commissioner to Counter Racism and Discrimination and rapidly fill this
position. Answering directly to the City Manager, the Commissioner will:
• Elaborate, within the next year, an action plan, subsequent to information gathered
during the year;
• Coordinate the implementation of the action plan and its follow-up, following its
adoption;
• Collaborate with the Ombudsman, the Inspector General, the Comptroller General
and the Commission de la fonction publique de Montréal regarding improved
responses to persons subject to racist and discriminatory acts;
• Prepare the content of an annual accountability report to be presented by the City

Manager to the Municipal Council, as of the beginning of 2021.
Numerous participants to the consultation mentioned an the Commission considers that a respondent should be
incoherence between public discourse and the actions named from the members of the City’s Executive Committee,
actually taken by the City to counter systemic racism who will serve as the vis-à-vis to the Commissioner. In this
and discrimination. Consequently, a redress and the regard, in January 2018, the administration appointed an
operationalization of a required leadership necessitate Indigenous Affairs Commissioner and in August 2018 added
a political involvement in addition to the administrative an elected official from the Executive Committee who is
initiatives. To assure political transparency and responsible for the dossier of reconciliation with Indigenous
accountability and to oversee the achievement of results, peoples.
Recommendation #3
To improve the accountability of the municipal administration regarding the fight
against systemic racism and discrimination, the Commission recommends that the
City of Montreal immediately designate a member of the Executive Committee to be
the elected official in charge of this dossier.

The recognition of racism and discrimination also necessities municipal life, notably the Montréal Charter of Rights and
the modification of certain texts that guide and define Responsibilities.
Recommendation #4
To expand and update the scope of the Montréal Charter of Rights and Responsibilities,
the Commission recommends that the Municipal Council:
• Modify article 16 i) so that it includes the recognition of the systemic and intersectional
character of the various forms of discrimination enumerated in the article;
• Adds its endorsement of the United Nations Declaration on the Rights of

Indigenous Peoples to the preamble, emphasizing the City’s adhesion to texts that
promote fundamental rights.
The Need for Supplemental and Precise Data

The Commission notes the lack of information available in explained by several organisations during the consultation,
order to plan interventions to counter systemic racism and an administration must know the composition of its
discrimination and in order to measure the results and the population and possess data in order to adequately govern.
differential impacts of municipal policies and programs on In Montréal, currently, an analysis of the variances between
various segments of the Montréal population. For a long majority and minority groups in terms of living conditions,
time, people have been advocating for the generalized use of access to employment and municipal services and treatment
a gender-based analysis and intersectionality (GBA+) within received by municipal employees is an objective tool with
the City of Montréal. which to measure the effects of discrimination.
Data that is rigorously developed, compiled and analysed

over a defined time period serve as a guide to informed
decision-making and a tool to plan and adjust measures. As
Recommendation #5
In order to adequately guide the City as to which measures to take in the fight
against systemic racism and discrimination, and as to the eventual adjustment of
these measures based on the evolution of data, the Commission recommends that
the City of Montréal and the boroughs produce, every three years, comparative and
differentiated populational data in order to analyse the variances between racialized
persons, Indigenous persons and White persons with similar profiles (e.g., gender, age,
education) in targeted sectors such as employment, public security (racial and social
profiling), housing, culture, social and economic development as well as participation
in democratic life. This data should be rendered public.

Restore Confidence in the Treatment of Complaints
The Commission subscribes to the principle mentioned The Comptroller General is under the authority of the
in the City’s reference document, that “a person who General Manager and monitors the ethics and the use
wants to denounce racial or social profiling on the part of a of public funds as per applicable laws and regulations.
municipal employee should be able to do so without difficulty11.” His mandate is not clearly delineated in available public
(translation). However, according to many opinions heard information, neither are his procedural methods. Although
during the consultation, including from former employees of the City has announced that his priority in 2020 is sound
the City, this is not the case. fiscal management13, the Commission notes that both the
formal and informal jurisdictions of the Comptroller General
The treatment of complaints of racism and discrimination has continually expanded over the past few years:
at the city of Montréal is complex. The following are the
independent monitoring bodies, excluding those concerning • The transfer of the ethics dossier from the General
the Service de police de la Ville de Montréal (SPVM): Auditor to the Comptroller General;
• The Ombudsman of Montréal who handles citizens’ • The task of applying the Politique de respect de la personne;
complaints relating to decisions of the municipal • The announced participation of the Comptroller
administration that violate the Montréal Charter of General, accompanied by an expert in human rights, in an
Rights and Responsibilities; inquiry and collaborative mechanism that will study the
• The General Auditor who verifies and investigates the allegations of racial discrimination made by blue-collar
use of public funds by the municipal administration; workers in Montreal North14.
• The Inspector General who inspects and monitors the
acquisition and execution of City contracts with its Like the group that initiated the consultation, the Commission
suppliers; is concerned about the lack of transparency regarding the
work of the Comptroller General. This perception of opacity
• The Commission de la fonction publique de Montréal does not lend itself to a climate of confidence which is
which handles complaints relating to City staffing and necessary to ensure a healthy working environment.
human resources management.
During the hearings, those that initiated the consultation

raised two issues that they consider worrisome. Firstly, all
complaints alleging racist or discriminatory behavior on the
part of City employees are nominal, i.e., one cannot lodge a
complaint confidentially. In addition, the City seems to have
withdrawn the power of inquiry from the Commission de
la fonction publique de Montréal, and has given this power
to the Comptroller General who, in their opinion, is not an
independent body12.
Recommendation #6
So that City employees and the general population gain a better understanding of its
positioning and gain confidence in the procedures concerning allegations of racism
and discrimination, the Commission recommends that the City of Montréal clarify the
role of the Comptroller General on these matters, and assure that actions taken by the
Comptroller General are transparent and respect the rules of natural justice.

Furthermore, in order to counter systemic racism and concerned by the lack of clarity regarding the handling of
discrimination, the independent control mechanisms must complaints of racism and discrimination within the City of
be better known and understood by the general public, and Montréal and within para-municipal organizations.
involve impartial procedures. The Commission is deeply
Recommendation #7
In order to render the monitoring bodies responsible and increasingly accountable in
the fight against racism and discrimination, the Commission recommends:
• That the City of Montréal encourage those at the head of the independent
monitoring bodies to implement measures to inform complainants of available
recourse and to accompany them in the appropriate process, when necessary;
• That the official portal of the City centralize information regarding recourse
available to the citizen or the employee who considers that his/her rights have been
infringed by the City, by a municipal service or by the personnel representing the
City. This information should be easily accessible and comprehensible.
• That a time limit be stipulated regarding the treatment of complaints lodged to the
Ombudsman and to the Commission de la fonction publique de Montréal;
• That the Ombudsman and the Commission de la fonction publique de Montréal

ensure that qualified and trained personnel handle complaints concerning racism
and discrimination;
• That the Ombudsman and the Commission de la fonction publique de Montréal

mention, in their annual reports, the number of complaints received on the grounds
of racism and discrimination and the outcomes of these complaints. The anonymity
of the parties concerned must be preserved.

Training: Essential for a Sensitized and Informed Municipal Civil Service
Numerous comments were made regarding the training of

municipal employees. Many participants to the consultation
consider that training is an indispensable tool to mitigate
the lack of knowledge, to facilitate the professional mobility
of underrepresented groups and to transform the municipal
apparatus, to a certain point. They, however, question the
content of current training, the objectives, the frequency,
the intended public and the evaluation processes needed to
measure the results of the training.
The City has invested resources to train its personnel on the

subject of cultural diversity. The Commission notes, however,
that training related to the prevention of and the fight against
racism and discrimination is virtually absent. Although
complementary, the Commission considers that these are
two distinct subject matters.
Whereas the goal of cultural diversity training is to sensitize

and comprehend the cultural codes of persons of diverse
origins, anti-racist training aims to eliminate the violation
of fundamental rights, in accordance with the Charter of
Human Rights and Freedoms. Anti-racism training focuses on
the inequalities faced by racialized and Indigenous persons,
on the sociohistorical causes of the inequalities, on the
relationships of power that sustain racial discrimination and
on the systemic manifestations that perpetuate it.
Recommendation #8
In order to successfully manage the change towards a comprehensive fight against
systemic racism and discrimination at all levels, the Commission recommends that the
City of Montréal:
• Develop specific trainings on the subject of racism and discrimination, and that
these trainings be mandatory for the entire municipal civil service (employees,
professionals, management) as well as for the personnel of para-municipal
organizations;
• Elaborate the content of the trainings in partnership with the Commission des
droits de la personne et des droits de la jeunesse (CDPDJ) and with community
organizations involved in the fight against racism and discrimination;
• Elaborate a specific and mandatory training for management on the subject of the
City’s Equal Access to Employment Program, discrimination and racism;
• Evaluate the impact of these trainings on the targeted clienteles.

5 Issues affecting
Indigenous people
During the consultation, many persons, Indigenous and non-

Indigenous, spoke about the specificity of the issues relating
to the First Nations, Métis and Inuit populations living in
Montréal and the municipal institutions. The Commission
shares this view and has dedicated a section of the report
to these specific issues. The Commission is also aware that
many of these issues are well-documented, however actions
are long overdue.
‘‘
And I sit on lots of tables where we talk
about these issues and bring it up and
bring solutions and nothing happens...
So, we don’t want the apology, we want
you to be accountable.
- Nakuset, May 29, 2019
’’
In 2017, Montreal announced its intention to become a
metropolis of reconciliation with Indigenous people. The
Commission commends this initiative. The City of Montréal
mentions on its internet site that the Montréal reconciliation
strategy is based on three major principles: a relationship of
government-to-government, the transversality of the process of
reconciliation, and the perennity of the process15. (translation).
Following the opinions expressed by participants to the

consultation, the Commission gained a better understanding
of the scope of the City’s initiatives and services. Actions
that appear to be continuous in the reference documents
are in fact occasional, adopted recommendations take
time to be implemented, the participation of the City in
major projects is sporadic and not well-established. In
summary, the City announces interesting measures and
several concrete commitments, however the Commission
considers that the initiatives of City are scattered. Regarding
coherence in municipal actions, the Commission finds that
there is a discrepancy between the vision of a metropolis of
reconciliation and the actual measures taken.

Recommendation #9
In conformity with the principles of transversality, perennity and coconstruction
that are set forth in the Strategy of Reconciliation with Indigenous Peoples, the
Commission recommends that, by the end of the first mandate of the Indigenous
Affairs Commissioner, the City of Montréal, together with Indigenous organizations,
proceed to revise:
• The offer of municipal services to Indigenous persons, regardless of the borough

in which an individual lives or in which an organization is located, in order to
better adapt the services to the demographic reality of the Montréal Indigenous
population;
• The system of grant subsidies for projects in order to examine if biases or

organizational practices are disadvantaging Indigenous groups.
Initiatives Requiring Perennity and Increased Support
The numerous opinions expressed regarding the work of the learn that these two entities are functioning with extremely
Indigenous affairs Commissioner clearly indicate that her limited human and financial resources in spite of their
role and the measures she has taken are greatly appreciated. ambitious and important mandates. Regarding the Indigenous
The role of the Indigenous liaison officer of the SPVM seems affairs Commissioner, there is no mention of a continuity plan
also to be appreciated. The Commission is surprised to in the City’s reference documents nor in its presentations.
Recommendation #10
In order to strengthen and increase the support for measures concerning the relations
with Indigenous people, the Commission recommends that the City of Montréal:
• Ensure the perennity of the mandate of the Indigenous affairs Commissioner

and increase her resources so that she can adequately carried out the mandate
conferred;
• Request that the SPVM work with the Indigenous groups in order to reinforce the
work of the liaison officer in various sectors of police activities.

6 Thematic Recommendations
The City must also take specific measures in the fight against racial and social profiling, culture, urban planning and land
systemic racism and discrimination within its jurisdiction. As use, housing and citizen participation.
such, the report analyzes the following themes: employment,
6.1 Employment at the City of Montréal

Finding #3
Although the City of Montréal hopes to become exemplary in the area of employment
diversity and is implementing several measures in this regard, the Commission finds
that its Action Plan for Diversity in Employment 2016-2019 does not contain targets,
deadlines or diagnostics regarding the various obstacles faced by the five groups
included in the City’s Equal Access to Employment Program (visible minorities, ethnic
minorities, Indigenous people, women, persons with disabilities). The Action Plan lacks
the precision and accountability required to support its objectives.
‘‘ ... diversity is not a legal concept,
’’
equality is.
- Adelle Blackett, May 28, 2019 (translation)
Over the years, the question of systemic discrimination in

employment has been extensively discussed both in the
Québec and in the Montréal public arena. The participants
to the consultation spoke of the multitude of information
that documents its existence and the difficulties faced by
Indigenous persons and certain racialized and ethnic groups,
both immigrants and Canadians, regarding hiring, promotion
and job retention.
It is undeniable that the City of Montréal is a major employer,

with influence. Regarding the diversity of its workforce,
the data presented by the City attests to the slow progress
made regarding the groups targeted by this consultation.
After ten years of measures and actions, the proportion of
visible minorities, ethnic minorities and Indigenous persons
in the Montréal workforce increased from 12.3% to 19.1%16.
Particular attention should also be paid to the internal
promotion of racialized and Indigenous persons.

Finding #4
In 2016, 2017 and 2018, after more than 10 years of equal access to employment
plans, the proportion of persons hired to upper management positions in the
City of Montréal and who self-identify as “visible minorities”, “ethnic minorities”
or “Indigenous persons” was 0%. During these same years, 2% or less of the
existing upper management self-identified as belonging to these categories17.
Poorly Defined Targets, Clearly Insufficient Progress
The Commission considers that the Action Plan for Diversity

in Employment 2016-2019 has significant shortcomings
that are in fact deterrents to its implementation and to the
public’s ability to monitor it. The Plan should have contained
a diagnostic of the different obstacles faced by the groups
included in the Equal Access to Employment Program18, and
presented specific targets and adapted measures for each of
these groups. The City cannot use the same strategies to deal
with the lack of Indigenous persons and the lack of person
with disabilities within its workforce.
In 2019, the City announced a hiring objective of 33%

of persons targeted by the Equal Access to Employment
Program for permanent or temporary positions. During the
hearings, the City stated that this objective was met in less
than six months19. This leads the Commissioners to conclude
that with clear objectives and strong will, clearly expressed
by the leadership, the City is able to rapidly reach its targets.
Recommendation #11
The Commission considers that the City of Montréal should reinforce its next Action
Plan for Diversity in Employment, and recommends that the Plan should, notably :
• Set specific targets of representativity for each group included in the Equal Access
to Employment Program, including differentiated targets according to the category
of employment (employees, professionals, management). These targets should be
binding and be reached within the time framework of the Plan;
• Ensure that this representativity applies to the City of Montréal and to its
boroughs;
• Include the production of an annual report, with differentiated data, on the progress
made with regards to the Action Plan for Diversity in Employment, and to be
presented to the Municipal Council, with a question period from the public.

Positions to Fill: A Pressing Need
The media reported, in January 2020, that in five years, 25%

of the City of Montréal’s civil servants, 5,000 individuals,
will be eligible for retirement. The Commission believes that
this is an occasion not to be missed; an occasion for the City
to significantly change its appearance and an invitation to
manage change differently.
A study submitted to the Commission concluded that a

diversified upper management fosters the transformation of
an organization: “A diversified leadership contributes to a more
efficient work environment, to higher rates of innovation, to better
access to foreign markets and, in fact, to more satisfying financial
results20”. (translation) The Commission recommends the
implementation of concrete measures that will ensure the
presence of a certain number of racialized and Indigenous
persons within the top echelons of the City.
Measures like these are not exceptional; they in fact already

exist within the City. In a communication to the entire
personnel in June 2019, the City of Montréal states that it is
adopting “new workforce management practices” (translation),
i.e., internal promotion, without postings, of non-unionized
managerial positions21. The Commission considers that
measures such as these could and should be implemented
in order to redress the situation regarding racialized and
Indigenous persons within upper management.
Recommendation #12
The Commission recommends that the City of Montréal instruct its Human Resources
Service to implement, by the end of 2020, a program of redress and promotion
regarding the access of racialized and Indigenous persons to upper management
positions in the City. This program, to be validated by the Commission des droits de la
personne et des droits de la jeunesse (CDPDJ), should:
• Set specific and binding targets of representativity for upper management and
administrative positions;
• Promote innovative talent management strategies, such as internal promotions,

without postings, of non-unionized managerial positions;
• Produce an annual report with the results, using differentiated data.

The City, in its interventions, mentioned that it would pay
“particular attention to issues of intersectionality22 ” (translation)
with regards to its Equal Access to Employment Program. The
three advisory councils (the Conseil interculturel de Montréal,
the Conseil des Montréalaises and the Conseil jeunesse de
Montréal) issued well documented analyses on the subject.
The Commission considers that the City should, as a measure
of redress, remediate the lack of racialized and Indigenous
women in many categories of employment.
Recommendation #13
The Commission recommends that the City of Montréal instruct its Human Resources
Service to elaborate, by the end of 2020, a specific program of redress and promotion
relative to management positions, particularly upper management positions, for
women belonging to the groups targeted by the Equal Access to Employment Program.
Essential Partners
The issue of seniority was mentioned as a possible barrier
to the mobility of racialized and Indigenous persons who
are newly integrating into the City’s employment structure.
This is an issue that must be considered as part of a larger
discussion regarding the procedures of internal promotions.
In this regard, the Commission notes and deeply regrets
the absence of labour unions representatives during the
consultation. The participation of the unions is essential in
the search for and in the implementation of promising actions
that can bring about change.
Recommendation #14
The Commission considers that the unions are essential actors in the fight against
systemic racism and discrimination. In order for the next Action Plan for Diversity in
Employment to be successful, the Commission recommends that, for the next collective
agreement negotiations, the City of Montréal:
• Prepare propositions to accelerate the progression and the promotion in

employment of persons who are members of the five groups included in the Equal
Access to Employment Program;
• Request that the unions also prepare propositions in this regard.

‘‘
… often the problem is that we envision a process of change from within, that hiring
racialized persons into services that are deeply problematic and violent will change
the fact that these services are problematic and violent. It’s somewhat the solution of
“cohabitation”... the idea that once people who don’t know each other meet each other
and learn to like each other, racism will disappear. People remain people. You can have all
the good intentions in the world, these individuals are part of a system.
’’
Conseil québécois LGBT, November 7, 2019 (translation)
Zero Tolerance for Discriminatory Behaviors or Comments

The City, in its reference documents, should have elaborated
upon the issue of a healthy work environment. The City
acknowledges that it does receive complaints from its
personnel and the CDPDJ has processed numerous
complaints regarding the work environment at the City. And
yet, the Commission notes that there is little self-reflection
on existing conditions at the City and on its organizational
structure that may be factors in the difficulties regarding the
hiring, the promotion and the job retention of racialized and
Indigenous persons.
It is one thing to hire, however it is another to retain talent in a

work environment exempt of discrimination. The Commission
suggests that a gender-based analysis and intersectionality
(GBA+) be applied to all complaints lodged by employees as
well as to the reasons of resignations within the past years
(e.g. 10 years).
Recommendation #15
The Commission recommends to the City of Montréal:
• That an explicit reference be made to harassment, discrimination and racial

violence in the Code de conduite des employés and in Regulation 19-03, the
Politique de respect de la personne;
• That a similar reference be included in the codes of conduct of the employees

of other organizations and para-municipal structures connected to the City of
Montréal (e.g., STM, SPVM);
• To examine complaints received using a gender-based analysis and intersectionality

(GBA+) in order to detect recurring issues.

In 2018, 20,000 businesses were registered in the City’s
roster of suppliers, and 2.9 billion dollars were awarded
in contracts23. As these relations have important financial
implications, the Commission considers that the City should
encourage its suppliers to develop a reflex that encourages
equal access to employment.
In 2015, the Commission sur le développement social et la

diversité of the City recommended that the Executive
Committee ask the Government of Québec to broaden the
scope of the Act Respecting Equal Access to Employment,
so that the municipalities could implement a contractual
obligation regarding equal access to employment programs.
This recommendation appears to have received no reply from
the responsible authorities. It would be advisable, according
to the Commission, that the current Municipal Council decide
whether to proceed in this regard.
Recommendation #16
The Commission recommends that the City of Montréal, in the call for tenders and in the
awarding of contracts, favour organizations that have high standards regarding equal
access to employment, such as an Equal Access to Employment Program, and that the
City take the following measures:
• Assign the monitoring of this to the Inspector General;
• Stipulate this new task in the mandate of the Inspector General;
• Publicize this task in the call for tenders and in the awarding of contracts.

6.2 Racial and social profiling
‘‘ 95% of the time, the person who stops us does not
’’
see us as human but rather as prey24.
- Rito Joseph, November 7, 2019 (translation)
Québec jurisprudence stipulates that discriminatory Persons in authority use force without valid reason or
profiling is a violation of fundamental rights and constitutes reasonable suspicion. In spite of this, the Commission does
systemic discrimination in the context of the work of police not see measures commensurate with the urgency to act.
forces. The Human Rights Tribunal specifies that “even if certain
situations exist that one can qualify as ‘individual discriminatory In 2018, the police service mandated a team of independent
profiling’ or ‘isolated cases’, discriminatory profiling is a systemic researchers to “produce, from data generated by the SPVM
problem in the context of policing25.” (translation) In a recent as part of its activities, indicators regarding street checks
judgment authorizing the Black Coalition of Quebec to file done by the police in relation to the racial background of
a class-action law suit against the SPVM, the Superior Court those intercepted28”. (translation). In October 2019, when
of Québec notes that “in spite of the actions taken for over the Armony-Hassaoui-Mulone report was published, the
30 years, racial profiling is still a reality within the SPVM26.’’ Director of the SPVM stated that he was “very surprised”
(translation) (translation) by the disparities reported. The Commission
wonders why the Director was surprised, considering that
Many organizations and individuals, particularly Black men in 2016 his predecessor had acknowledged the existence of
and often young, testified before the Commission as to the profiling within the SPVM and in March 2018 the Executive
impact of racial profiling on their lives: dehumanization, fear, Committee also acknowledged it. Deeply troubled by the
frustration, and confusion. One organisation underlined the regression, the Commission holds the firm conviction that
effects of the discretionary power exercised by police of the the prerequisite to change never took place: the recognition
SPVM on homeless Indigenous women in Montréal27. of racial and social profiling by the senior management of
the police force and the translation of this recognition into
The issue of racial and social profiling is well-known and preventative and punitive actions taken by the SPVM.
has been widely documented, including by municipal
commissions. The municipal administration is well aware
that its police subject Montrealers to differential treatment
based on factors such as their race, their colour, their ethnic
or national origin, their religion or their social condition.
Finding #5
Racial and social profiling in Montreal is a phenomenon that has been largely
documented for many years. It constitutes a violation of the fundamental rights of
Montréal men and women. It is a violation of the Charter of Human Rights and Freedoms
as well as of the Police Act and the Code of ethics of Québec police officers. The
Commission is of the opinion that racial and social profiling will unfortunately continue
to be a reality until such time that the organizational culture is called into question and
incited to change by the upper management and senior direction of the police force.

A change in organizational structure involves the The Commission notes that the selection of the current
establishment of permanent structures and procedures. The Director of the SPVM included, for the first time, a public
measures taken cannot be sporadic nor occasional. Article meeting of the Commission de la sécurité publique29. The
108 of the Charter of Ville de Montréal stipulates that the Commission considers that the selection process should be
Director of the SPVM is appointed by the Government of more transparent, and that citizens’ voices should be heard
Québec, following the recommendation of the Commission de regarding the person who will direct the police force.
la sécurité publique and the Agglomeration Council.
Recommendation #17
The Commission esteems that racial and social profiling prevails within the SPVM and
that it constitutes violence directed toward certain racialized groups and Indigenous
persons. The Commission recommends:
• That the candidacy for the position of Director of the SPVM, selected by the
Commission de la sécurité publique and the Agglomeration Council and recommended
to the Government of Québec, be conditional on the candidate’s recognition and
understanding of the phenomenon of racial and social profiling as well as on his/
her possessing the necessary skills to bring about a change in the culture of the
organization;
• That the selection process be revised, requiring the finalists to make a presentation
during a webcast meeting of Commission de la sécurité publique, which will include a
question period from the public;
• That the senior direction of the SPVM review the tools and methods of recruitment in
order ensure the elimination of candidates who manifest racial prejudice; this should
apply to the selection of the next cohort of police recruits;
• That the SPVM provide an annual update, publicly and with data, regarding the
implementation of the Strategic Plan to Support SPVM Personnel in the Prevention
of Racial and Social Profiling 2018-2021 as well as regarding other measures taken
in the fight against racial and social profiling. These updates should take place during
meetings of the Commission de la sécurité publique and include a question period from
the public.

Fear of Police Officers
Approximately a third of the opinions expressed and

comments made to the Commission during the consultation
involved the issue of racial and social profiling; the message
was clear:
• A myriad of reports has already been written docu-

menting the phenomenon, however ignored by the
direction of the SPVM;
• The population is anticipating audacious measures,
concrete and permanent solutions, aimed at stopping the
culture of impunity within the SPVM;
• The SPVM must be more transparent and attentive;
• The existing monitoring bodies must be examined in
order to increase their independence or the perception
of their independence.
Police interceptions are a sensitive and focal issue in the

relationship between the City and its population. The
Commission takes note of the commitments undertaken
by the SPVM in response to the recommendations of the
Armony-Hassaoui-Mulone report30. The Commission
welcomes the decision of the SPVM to elaborate a policy on
police interception. However, the Commission considers that
this policy must explicitly establish principles and promote
measures to eliminate racial and social profiling.
Recommendation #18
The Commission endorses the five recommendations of the Armony-Hassaoui-Mulone
report, and acknowledges the SPVM’s commitment to elaborate a policy on police
interception. To enshrine principles of anti-profiling in this policy, the Commission recommends
that the City of Montréal ensure that the policy:
• Explicitly declares that racial and social profiling is a violation of the fundamental rights
of Montrealers;
• Prohibits, subject to sanctions, police interceptions based on “race”, colour, ethnic or

national origin, religion and social condition;
• Includes a revision of practices, tools, directives and intervention protocols in order to

eliminate inherent systemic biases that compromise the right to equality;
• Systematically compiles data regarding police interceptions and renders this data
available to the public in order to facilitate research and to regain the confidence of the
public.

Structure and Treatment of Complaints - To Review
Many diverse solutions were proposed during the consultation. number of public meetings of the CSP should be increased
The Commission finds that the structure and the functioning and that two members, representatives of civil society, should
of the Commission de la sécurité publique (CSP) should be be added to the CSP in order to broaden the perspectives
reviewed to enable the City to reinforce its ability to oversee and reinforce the transparency and independence of the
the work of the SPVM and increase the accountability of its institution.
police force. Accordingly, the Commission considers that the
Recommendation #19
In order to reinforce the role of the Commission de la sécurité publique and the ability to
oversee the work of the SPVM by municipal authorities, the Commission recommends
to the City of Montréal:
• To make representations to the Government of Québec, by October 2021, to amend

article 72 of the Charter of Ville de Montréal in order to increase the number of
members of the Commission de la sécurité publique from seven to nine and to include
two independent members, representatives of the public;
• That the two independent members have the right of vote, on a par with the other
members;
• That the two independent members be selected for their expertise in matters relating,
notably, to racial and social profiling and human rights;
• That the two independent members be appointed following a transparent selection

process conducted by the Commission de la sécurité publique.
Recommandation #20
In order to reinforce the accountability of the SPVM and regain confidence in
institutional mechanisms, the Commission recommends that, by October 2021, the City
of Montréal make representations to the Government of Québec to amend article 74
of the Charter of Ville de Montréal, in order to mandate the Commission de la sécurité
publique to hold a minimum of six public meetings per year, and that:
• The calendar and agenda of each meeting be made public on the Friday before the
meeting, at the latest, as is done for Municipal Council meetings;
• Each meeting be webcast and include a question period from the public;
• The archives of the agendas, the webcasting, the minutes and the official documents be
available on line, as is the case for Municipal Council meetings.

‘‘ 52% of the files opened at the Commission [des droits de la personne et des
droits de la jeunesse] concerning allegations of racial profiling over the past
10 years involve the City of Montréal, its police department or its transit
’’
agency. Nearly 90% of these cases, involve the SPVM.
- Commission des droits de la personne et des droits de la jeunesse, December 4, 2019 (translation)
There is a wide-held perception of a culture of impunity within existing mechanisms that deal with complaints against the
the SPVM regarding complaints. A litany of recommendation SPVM are under the authority of the Government of Québec
and requests for inquiries, followed by declarations and and not the City of Montréal. The Commission is aware
subsequent inaction tarnish the image of the police. that the City is currently making representations to the
province regarding complaints handled by the CDPDJ and
The Commission notes the silence on the part of numerous the Commissaire à la déontologie policière31. The Commission
municipal administrations, comprised mostly of White iterates the necessity to enhance the performance of these
persons, when racialized and Indigenous groups complain entities and to recognize that a part of the population actually
about differential treatment, as well the death of several feels at a loss when they want to file a complaint against the
racialized Montrealers, gunned down by the police, that have SPVM.
eroded the public’s confidence.
A credible compliant mechanism is an essential component

in the fight against systemic racism and discrimination. The
Recommendation #21
In order to improve the performance and the perception of the complaint mechanisms
against the SPVM, the Commission recommends that, in its representations to the
Government of Québec, the City of Montréal consider the following conditions, a
prerequisite to success:
• That the SPVM, the Commissaire à la déontologie policière and the Comité de
déontologie policière provide clear and comprehensible information to complainants;
• The presence, within these entities, of personnel who are trained and qualified to
handle complaints of racism and discrimination and able to conduct inquiries;
• The assurance that decisions regarding the complaints are communicated to the
complainants in a clear and accessible manner;
• The establishment of an independent mechanism providing legal and psychosocial

support to complainants.

Revising Training
It was brought to the Commission’s attention that certain content of police training. Several persons and human rights
SPVM police stations offer training on the subjects of ethics, organizations noted that one awareness session or training
communication and intercultural relations, however not of short duration without follow-up or an evaluation process
on antiracism. Numerous participants to the consultation will be of no benefit to organizational change.
recommended that the SPVM modify or improve the
Recommandation #22
In order to prevent racial profiling and social profiling on the part of SPVM police officers
and STM inspectors, the Commission recommends:
• That, before the end of the mandate of the current Director, the SPVM revise the
curricula and the duration of their training sessions in order to integrate the notions of
racial and social profiling and anti-racism. These trainings should be mandatory for the
entire police force;
• That the contents of the trainings be elaborated in partnership with community

organizations involved in the fight against racism and discrimination and the CDPDJ;
• That the acquired knowledge and skills regarding racial and social profiling be valued in
the evaluation of police personnel and in the system of internal promotions;
• That the trainings be evaluated, periodically, in order to assess their impact on the
targeted audiences;
• The organization of community immersion programs for police officers, to complement

the updated trainings.

Persons Without Status
The Commission questions the City’s Policy of Access to The Commission considers that if the SPVM is intercepting
Municipal Services Without Fear32. The Commission notes racialized persons without status as a control measure,
that, as per article 28 of the Montréal Charter of Rights and without valid reason or reasonable suspicion, it is a matter of
Responsibilities, the City aims to promote access to municipal discrimination.
services for all its residents, regardless of their immigration
status. The intention is noble but difficult to put into practice
because this policy encompasses “all of the administrative units
of the City of Montréal, with the exclusion of the Service de police
de la Ville de Montréal (SPVM)33.” (translation)
Recommendation #23
In conformity with the spirit of the Montréal Charter of Rights and Responsibilities, the
Commission recommends that the City of Montréal continue discussions with the SPVM on
how to conjugate public security and the transmission of information on persons without
status to the Canada Border Services Agency when there are no grounds for arrest.
Hate Incidents and Hate Crimes
Hate crimes and hate incidents take place within the City’s In the digital era, hateful content targeting persons and
territory but they are not necessarily brought to the attention groups is rampant. Cyber hate is the dissemination of hateful
of the police by the population, nor to the specialized police messages to persons or groups (threatening, humiliating and
unit - The Hate Incidents and Hate Crimes Unit - by the degrading) through social media and other electronic means
neighbourhood police stations. The City, therefore, cannot on the basis of, notably, sexual orientation, ethnic identity,
maintain an overall view of the situation. The Commission gender identity, religious beliefs, colour of the skin, and age.
considers that close attention to these obstacles are
warranted.
Recommendation #24
Concerned by the increase in hate incidents, hate crimes and cyber hate on the territory of
the City of Montréal, the Commission recommends to the City that, in the coming year, the
SPVM reinforce and improve:
• The mechanisms and the procedures of internal reporting and compilation of data
regarding hate incidents, hate crimes and cyber hate;
• Public communication to ensure that the population knows how to report a crime or
incident in an accessible and efficient manner;
• Protection and support to victims who denunciate these crimes and incidents.

Body Cameras, Facial Recognition and “Predictive Policing”
‘‘ In recent decades, numerous police forces have been accused of using

racial profiling and targeting neighbourhoods with a high proportion of
visible minorities. If predictive policing is based on the analysis of data
collected in a context of institutionalized racism and discrimination, this
technology has the potential to create a vicious circle that only further
targets visible minorities.
’’
- Conseil jeunesse de Montréal, November 5, 2019 (translation)
During the consultation, the Commission heard numerous decided that the general use of body cameras is premature,
racialized men and women describe their fear of problematic yet it is monitoring the developing technology. Although
police behavior and their desire for protection with the help the Commission was not provided with sufficient data to
of a tool they perceive as neutral. The use of body cameras adjudicate on the matter, it esteems that the City should take
was proposed as a solution to counter the camaraderie when into consideration the fear that motivates individuals and
lodging a complaint against a police officer. The City has community groups to request the use of the cameras.
Recommendation #25
The Commission recommends that the City of Montréal take the following measures, by
the end of the mandate of the current Director of the SPVM:
• In collaboration with research teams in the City, conduct and publish the results of an
ethical and criminological analysis prior to the widespread use of “predictive policing”
and facial recognition technology by the SPVM;
• Regulate the eventual use of these technologies so as not to amplify racial and social
profiling.

6.3 Culture
In its reference documents and in the 2017-2022 Cultural awards and offers training to its teams on the integration
Development Policy, the City claims to place diversity at of immigrants. The intercultural approach is successful but
the heart of its actions in the area of culture34. However, the only addresses a part of the problem, notably with regards to
comments of the participants to the consultation painted a those having immigrated. The issue of systemic racism and
different portrait of the situation. discrimination in the cultural domain, however, transcends
the problem of dialogue between cultures. Racialized artists
The City maintains that interculturalism is the framework and Indigenous artists must also benefit from visibility,
underlying the measures taken by the Service de la Culture. funding and awards in the “regular” categories. The Conseil
The service supports events that “promote dialogue, des arts de Montréal (CAM), a major player on the Montréal
networking or interdisciplinarity between diverse ethno-cultural cultural scene, describes the issue as follows:
communities35.” (translation). It also presents “diversity”
‘‘ the reality of 2nd and 3rd generation artists (…) best demonstrates the
existence of systemic racism and discrimination. Weak representativity
of these groups in the financing of projects indicates that factors of
exclusion exist, other than those affecting immigrant artists36.
- Conseil des arts de Montréal, November 7, 2019 (translation)
’’
The Commission is of the opinion that the City can do better.
Racialized and Indigenous artists’ cultural reality is a dynamic
construct built from their unique life experiences and
immersed in their diverse roots. To correct the inequities, the
City must collect differentiated data and cease amalgamating
visible minorities, racialized groups, Indigenous persons and
immigrant artists.

Finding #6
Even though the 2017-2022 Cultural Development Policy states that Montrealers are faced
with systemic challenges regarding access to cultural institutions, the document contains
neither binding targets nor objectives, elements necessary to redress. In addition, the
Commission notes that the City has not undertaken an analysis of its own processes and
procedures in the domain of culture that may in fact be obstacles to equality.
Finding #7
The institutional structures that promote local artistic practice serve as a trampoline for
the careers of artists. However, the interpretation of what constitutes “culture” is also
based on relationships of power and a Eurocentric vision of what is valued. The Commission
finds that as a funding body, the City has the necessary leverage to encourage organizations
in the milieu to develop reflexes and practices that value the presence of racialized and
Indigenous Montréal artists in their cultural offers and within their institutions.
Lack of Representativity in Many Aspects
Major organizations in the artistic milieu have stated that

systemic barriers contribute to the incongruence between
the composition of Montréal society and the content of
its cultural offer. The data presented by the City confirms
this claim and reveals that in the area of performing arts,
for example, “cultural diversity” represented 9% of the
programming in 2009 and 14% in 201737.
The confluence of institutional processes and biases lead to

the under-representation of racialized and Indigenous artists
in cultural institutions, in their programming, in decision-
making spheres and on selection committees. Members of
institutions have a tendency, often unconsciously, to consider
their experiences and cultural references as the norm, which
could translate into a lack of attention or interest in other
artistic and cultural forms. History has clearly demonstrated
that when the masculine experience takes center stage, the
particular realities of women are ignored. The same holds
true for racialized and Indigenous artists.

Recommendation #26
The Commission recommends to the City of Montréal that its Cultural Development
Policy, the action plans of the boroughs and the Action Plan on Diversity in the Accès
Culture Network 2019-2023 (currently being elaborated) be revised to include specific
measures to counter systemic racism and discrimination, notably:
• In collaboration with the boroughs, the funding bodies and civil society, to include
binding targets in order to assure better funding of racialized and Indigenous artists;
• In collaboration with the boroughs, the funding bodies and civil society, to set binding
targets of representativity, specific and differentiated according to the artistic
discipline, to reduce the under representation of racialized and Indigenous artists in the
cultural offer of the City;
• To publish an annual report on the progress made in reaching these targets.
A local proactive mobilisation in the cultural sphere is required including racialized and Indigenous persons . The Commission,
in order to renew the public with regard to the fight against as well as numerous participants to the consultation,
systemic racism and discrimination. As such, the museums recognize the importance of the libraries and the Maisons de
funded by the City are precious tools; several of them highlight la culture to all Montrealers. However, in order to attain better
those who currently build and those who have built Montréal. sociodemographic representation of the Montréal population
However, several persons mentioned that the centralization in its cultural activities, the City must increase its efforts and
of the City’s cultural offer is a deterrent to the participation of substantially increase the budget in the areas of art and culture.
artists living in peripheral neighbourhoods; a clear illustration
of social and cultural inequity. The Commission shares the opinion that :
In its reference documents, the City indicates that since 2005,

it offers cultural mediation activities in its boroughs to reach
out to people who have limited access to cultural activities,
‘‘ access is also a question of

psychological predisposition and the
sense of inclusion – one must be able to
relate to the offer, and feel “legitimate”
in the venues that one frequents39.
- Culture Montréal, November 11, 2019 (translation)

’’
Recommendation #27
The Commission recommends that the City of Montréal mandate its Service de la culture
to take the following measures, prior to the deadline of the current 2017-2022 Cultural
Development Policy, and to be applied to future cultural policies and action plans:
• Produce, annually, differentiated data per borough regarding the attendance of

racialized and Indigenous people at municipal cultural activities in order to better
comprehend the state of affairs;
• Establish citizen committees in every borough, representative of the city’s

demographic reality, to reflect on programming and on the renewal of the public in
the Maisons de la culture;
• Broaden the scope of its cultural mediation programs so that, minimally, a cultural
mediator and liaison officer jointly oversee the cultural venues in each borough.
The cultural mediator will reach out to racialized and Indigenous artists and to the
racialized and Indigenous public, in an intersectional perspective.
Access to Public Funding

The Commission emphasizes the importance of institutional
support as a trampoline to an artistic career. Québec has
massively invested in the development of structures to
promote local artists and culture. Further action is now
necessary in order for the City to enable its diverse artists to
benefit from the established structures.
The Commission notes that the City revised several funding

programs and modified evaluation criteria following
recommendations of Conseil interculturel de Montréal. The
City also increased the budgetary envelope due to, notably, an
entente with the Ministère de la Culture et des Communications
du Québec. The Commission considers that, in spite of the
existing various funding sources, the decisions regarding the
granting of funds and awards remain a challenge. A rigorous
follow-up is necessary to ensure that these changes in fact
benefit an increasing number of racialized and Indigenous
artists.

Recommendation #28
The Commission recommends that the Service de la culture and the Conseil des arts de
Montréal implement the following, prior to the deadline of the current 2017-2022 Cultural
Development Policy:
• Financial incentives for subsidized organizations who plan to implement measures to

include racialized and Indigenous persons in their programs and projects as well as on
their Boards of Director;
• Grant these financial incentives proportionately to the quantity, quality and scope of
the proposed measures of inclusion.
Indigenous Persons and Culture
The Commission is concerned by the lack of protection for The Commission was informed, by a participant during the
Indigenous art in Montréal. The Commission considers that in hearings, that certain dispositions of municipal by-law G-2,
the absence of authentication measures to counter products By-Law Concerning Tourist Guides, contain administrative
that appear Indigenous but are fabricated internationally, measures that reproduce injustice towards Indigenous
artistic practice is depreciated. The Commission is also aware people and their history. In order to become a guide, the by-
of the need to create a physical place of reconciliation where law stipulates the requirement to enrol in training offered
Indigenous art and culture can also be celebrated. A venue by an institution designated by the Executive Committee.
such as this does not exist in Montréal and, during a meeting However, according to the participant, the content of the
with Indigenous groups, spokespersons mentioned that the training largely evacuates the contribution of Indigenous
reality of Indigenous persons is often non-existent in the people to the history of the City.
public domain.
Recommendation #29
The Commission recommends that within the next year, the City of Montréal, in
collaboration with Indigenous organizations, examine the possibility of establishing an
Indigenous cultural center in Montréal, and ensure that the training provided to guides
includes substantial and accurate content relating to Indigenous history, art and culture.

The cultural milieu, in constant transformation, is a vehicle representativity, the interventions of several organizations
to establish social connections. The Commission finds that of the milieu, notably, the Conseil des arts de Montréal, Diversité
in the cultural domain, the awareness regarding greater artistique Montréal and Culture Montréal are a source of
cultural equity, while not perfect, appears greater than in inspiration.
other jurisdictional areas of the City. Notwithstanding the
concerns expressed by citizens regarding the flagrant lack of
Recommendation #30
In order to eliminate the biases that directly or indirectly disadvantage racialized and
Indigenous artists, the Commission recommends that the City of Montréal instruct its
Service de la culture to implement the following measures, prior to the deadline of the
current 2017-2022 Cultural Development Policy:
• Revise funding practices and processes to examine if inherent biases exist that
disadvantage racialized and Indigenous artists;
• Solicit the collaboration of organizations in the cultural milieu who have experience in
human rights and in the fight against racism, as well as the Service de la diversité et de
l’inclusion sociale, during the course of this revision;
• Establish internal mechanisms to assist the personnel to signify procedures or practices

that contravene the right to equal treatment.

6.4 Urban Planning and Land Use
Concerning urban planning and land use, the issues
brought before the Commission involved, notably, the
intersection of two grounds of discrimination: race and
social condition. During the pre-consultations in the
boroughs, the community groups spoke about the impact
of territorial disparity on racialized and Indigenous persons,
highlighting the large concentration of racialized persons in
the poorest neighbourhoods of the City and, inversely, the
low concentration of racialized and Indigenous persons in
the more affluent neighbourhoods and boroughs.
The majority of the opinions expressed during the

consultation underlined the unequal distribution of
resources between and even within the boroughs; the
poorest neighbourhoods receiving less public investment
and municipal services. Many individuals and community
groups deplored the isolation of peripheral neighbourhoods
and the deficient services provided by the Société de transport
de Montréal (STM) to these neighbourhoods, the presence of
food and sanitary deserts, the little investment in green space
and in the maintenance of infrastructures. The Direction
de la santé publique de Montréal and the Institut national de
santé publique du Québec have documented several of these
disparities and their consequences on the health and life
expectancy of Montrealers40.
Finding #8
The Commission is well aware that the relationship between poverty and systemic
racism and discrimination is inextricable, and land use is the visual echo of the inequalities
present in the City. Consequently, fighting poverty is essential in the fight against
systemic racism and discrimination.

Data and differential analyses of this data is essential in councils or on a few civil servants. The City should associate
order to measure the inequities in living conditions within itself with research centers to obtain differentiated data and
Montréal. The advisory councils and several community comprehensive demographic portraits. Lived experience
organizations questioned the quality of the training offered is also knowledge to be valued. In this context, research on
by the City on gender-based analysis and intersectionality territorial disparity should involve a participatory approach.
(GBA+). The Commission considers that this expertise should
not depend solely on citizens who are voluntary members of
Recommendation #31
Regarding the fight against systemic racism and discrimination and territorial disparity, the
Commission recommends that the City create a working group composed of representatives
of the boroughs and the municipal services concerned (e.g., Service de l’urbanisme et de la
mobilité, Service de la diversité et de l’inclusion sociale), members of civil society as well as
research teams to elaborate a strategy, a timetable and indicators to measure success in
order to analyse and take action on:
• Foods deserts in the boroughs;
• The deficient accessibility to public transportation;
• Territorial equity in the creation of green spaces;
• Maintenance of parks and infrastructures.

Contribute to the Perennity of the Community Milieu
Community organizations offer essential services to the numerous requests for assistance from the City who does
populations who are the object of this consultation and not possess internal expertise on matters relating to the
require recognition from the City. Several organizations Indigenous Montréal population. An organization deplored
spoke of their fragile financial viability. Furthermore, the the fact that even when there are funding possibilities, the
Commission was informed that both the city-centre and process of obtaining funding from the City is arduous.
the boroughs are not fully aware of the work done by
organizations who work with racialized and Indigenous The Commission invites the City to explore alternative
groups. The Commission believes that this lack of knowledge methods of funding and find a balance between supporting
is an obstacle to the obtention of funding. the issue of the fight against systemic racism and
discrimination and the responsible and accountable use of
Indigenous organizations mentioned that in spite of their public funds.
financial precarity and limited resources, they receive
Finding #9
It was often repeated that project-based funding, compared to mission-based funding,
leads to economic fragility. In addition, the manner in which the City and the boroughs
award funding and select the social issues that “deserve” to be funded is susceptible to
substantial bias.
Places of Worship and Burial Sites
The question of places of worship and burial sites is delicate. adopted different measures. These variations create inequity
The borough councils oversee zoning by-laws that regulate within the territory of the City. The Commission considers
their establishment. The City’s reference documents indicate that making piecemeal decisions on this issue is not in the
that, during the past few years, some boroughs have imposed best interest of the City of Montréal nor of its population.
a moratorium on new places of worship and others have
Recommandation #32
The Commission recommends that the City of Montréal elaborate, within the year, a
regulatory framework with regards to places of worship, which takes into account:
• Social issues such as harmonious relations between citizens as well as rights and
responsibilities as to places of worship;
• Urban planning issues, such as methods and tools, notably specifying the norms
and criteria in order to aid the civil servants to identify, evaluate and classify the
principal, accessory, occasional and conditional use of buildings intended for religious,
community, cultural and educational activities.

6.5 Housing
The right to housing, without discrimination, is guaranteed Montréal population, which affects their capacity to find
by the Québec Charter of Human Rights and Freedoms. adequate housing. Consequently, discrimination in housing is
The Conseil Jeunesse de Montréal mentioned that the Régie in fact of a systemic nature.
du logement does not hear cases of discrimination exercised
by landlords, resulting in additional prejudice for groups The Commission would like to emphasize the increased
protected by the Charter who are receiving differential obstacles in the search for affordable, sanitary and adequately
treatment based on personal characteristics. sized housing for those affected by intersecting grounds of
discrimination.
The CDPDJ stated that certain systemic factors result in
socioeconomic precarity among certain segments of the
Recommendation #33
Considering the abundant documentation attesting to discrimination faced by racialized
persons and Indigenous persons in housing, and in the context of a rental housing
shortage where it is even more difficult for racialized and Indigenous persons to
find adequate housing, the Commission considers that a gender-based analysis and
intersectionality (GBA+) must be applied to all projects and all reflections on housing.
The Commission recommends that the City:
• Conduct, every three years and in collaboration with experts on the subject of
anti-racism, an intersectional evaluation on the allocation process of vacant lots to
community groups who intend to build social and community housing, as well as on
the selection process by these community groups of residents to live in the housing, in
order to ensure equitable access to social housing;
• Ensure, within the next two years, that the various components of the program
AccèsLogis Montréal include specific and adapted measures to support those most
susceptible to have difficulty finding housing, notably racialized women who are
disabled and racialized women in precarious financial situations;
• Support social housing projects for Indigenous persons, to be elaborated with groups
representing Indigenous persons and initiate, during the coming year, a project in this
regard;
• Encourage the Société d’habitation du Québec to eliminate a clause limiting access to

social and community housing to persons who are citizens or permanent residents, in
order to offer increased and inclusive access to Montrealers.

Finding #10
Access to housing is a fundamental need. Abundant documentation of discrimination
towards groups protected by the Charter was brought to the attention of the Commission.
It is evident that in the context of a housing shortage, it is even more difficult for members of
several racialized, Indigenous and immigrant communities to find adequate housing.
In addition to access to housing, the condition of housing is

a significant issue for the racialized persons and Indigenous
populations of the City. Community groups from various
boroughs spoke about the concentration of unsanitary
housing in neighbourhoods with high concentrations of
racialized persons. Unsanitary housing is a scourge and an
issue of public health. Many participants to the consultation
mentioned that new arrivals were particularly susceptible to
unscrupulous landlords in this regard.
The By-Law Concerning the Sanitation, Maintenance and

Safety of Dwelling Units and the 2018-2021 Action Plan
for Decent Housing Conditions are clear documents. The
Commission asks that the City go further, that it improve
its procedures and provide adequate resources to attain the
intended objectives in the set timeframes.
Recommendation #34
In order to apply the By-Law Concerning the Sanitation, Maintenance and Safety of
Dwelling Units and the 2018-2021 Action Plan for Decent Housing Conditions more
effectively, the Commission recommends that the City of Montréal prioritize the following
measures:
• The inspection of the 31, 200 residential units that present elevated and medium risks
as detected by the indicators used to measure unsanitary risks, by Autumn 2021;
• The increase of coercive measures and the frequency of their use in order to carry out
the necessary work of sanitization in the units.

6.6 Participation in Democratic Life
The ability to participate an all facets of democratic life is the The balance between an invitation from the municipal
corollary to the exercise of fundamental rights and to other administration, credible and accessible mechanisms of
issues addressed during the consultation. participation and citizen mobilization is the prerequisite
for participation in democratic life. The actual possibility
Systemic racism and discrimination is an issue of structural to influence decisions to be made by the City is dependent
barriers. The pernicious effects of these barriers are the on this balance of power as well as on confidence in the
interiorization of feelings of exclusion and inferiority. A institutions.
sociohistorical perspective is important to understand that
not to be able to “imagine oneself” in a position of authority The Commission welcomes the efforts made by the city-
is the effect of history and the relationships of power. During centre and the boroughs to promote the participation of
a meeting of the Commission with Indigenous organizations, Montrealers from all horizons. The Commission believes,
a participant stated: “Many among us have the feeling that they however, that several initiatives that have been taken are
are inferior and cannot aspire to occupy leadership positions or sporadic whereas they should complement structural and
functions41.” (translation) Systemic racism and discrimination permanent changes. The Commission iterates that the
infringes the right to dream and, by the same token, the right analysis of obstacles affecting racialized and Indigenous
to the City. It is an obstacle to personal growth and to the persons and the establishment of mechanisms to reduce
enrichment of the community. these impediments to participation are prerequisites to
exemplary leadership.
The strong wish to contribute and to express one’s concerns
constitute, among others, the backbone of this consultation.
‘‘ A sociohistorical perspective is
important to understand that not to be
able to “imagine oneself” in a position
of authority is the effect of history and
the relationships of power.
’’
Increased Representation on Boards of Directors
In spite of repeated commitments and action plans to “promote To change the face of the Boards of Directors that are subject
diversity”, it is clear that in the absence of accountability, to Municipal Council appointments, the Commission insists
old reflexes tend to perpetuate themselves. The lack of that the City give itself numerical targets to be reached in
appointments of racialized and Indigenous persons to para- definitive timeframes and accountability on the part of the
municipal organizations has often been deplored. The data of elected officials
the City in this regard indicates that this imbalance persists.
Recommendation #35
The Commission recommends that the City of Montréal set specific and binding targets
of representativity for the Boards of Directors and other organizations and entities that
are subject to Municipal Council appointments, and target:
• Parity between women and men;
• A third of the positions to be filled by racialized and/or Indigenous persons;
• The candidates to be selected in an intersectional perspective (e.g. gender, age,

persons with disabilities, sexual orientation);
• The upcoming appointments to be prioritized in this sense;
• The adoption of a municipal by-law on this matter within the upcoming year.

For More Representative Municipal Entities
Finding #11
Although the Commission commends that a women/men parity zone has been reached
among the elected officials, it finds that despite two unanimous motions encouraging
the political parties to present diverse Montréal candidates during the elections, the
Municipal Council still does not reflect the sociodemographic reality of the City.
‘‘
The Commission shares the opinion that “(g)ood will, a clear
conscience or virtue are often thought of as being the same as
actual results42.” (translation). The Commission would like to
Good will, a clear conscience or virtue underline that a women/men parity zone in the Municipal
are often thought of as being the same Council is the result of political will. Several successful
measures were taken in this regard; these measures
as actual results. should now be reviewed and adapted, in an intersectional
’’
perspective, to encourage the participation and training of
diverse candidates.
The imposition of mandatory fixed targets is an issue of

debate. The Commission, however, considers that racialized
and Indigenous persons face systemic barriers and,
- Table sur la diversité, l’inclusion et la lutte contre les consequently, the status quo will only perpetuate the under-
discriminations, December 3, 2019 (translation) representation of voices that are essential to Montréal
democracy.
Recommendation #36
In order for the next Municipal Councils and Agglomeration Councils to actually reflect
the sociodemographic reality of the City, the Commission recommends that all Montréal
municipal parties:
• Examine the measures implemented to attain and maintain parity between women
and men and adapt these measures to recruit and ultimately elect racialized and
Indigenous candidates;
• Implement these measures for the 2021 municipal elections.
The City in fact has a tool that can be useful in the of the democratic institutions of the City of Montréal and citizen
implementation of non-partisan measures and collaboration: participation43” (translation) and proposes, among other
the Commission de la présidence du conseil (CPC). Established things, measures that promote participation. In 2020, the
by the Municipal Council in 2012 and comprised of elected CPC planned to “launch a comprehensive reflection on the
officials and directed by the presidency of the Council, a theme of municipal democracy44.” (translation) In the current
neutral and impartial entity, the CPC “oversees the functioning context, this is an opportunity not to be missed.

Recommendation #37
The Commission recommends to the City of Montréal that the Commission de la
présidence du conseil (CPC), as part of the reflection on the theme of municipal
democracy, examine, as a priority, measures to be implemented so that the Municipal
Council adequately represents the sociodemographic reality of the City.
6.7 Towards Increased Accountability

The conditions of success in the management of change From the beginning to the end of this consultation, numerous
include: the recognition by senior officials that a problem Montrealers asked for bold gestures by the City in order
exists and their will and commitment to resolve the problem; to demonstrate its commitment to fight systemic racism
adequate administrative training, personnel training, fixed and discrimination and to assure its population that it will
and concrete objectives with explicit deadlines, follow-up and be accountable in this regard. The Commission considers
monitoring mechanisms as well as accountably on the part of that accountability, the foundation of a democratic society,
the responsible authorities. The last element refers to the encompasses the clear, complete, reliable and public
rendering of accounts based on results, within an imputable rendering of accounts (verifiable, as far as possible), done in a
management. specific timeframe and based on actual results.
‘‘ Once recommendations have been formulated by the OCPM, we

expect the City of Montréal to elaborate an action plan to ensure that
these recommendations are translated into concrete actions and that
there is real involvement of citizens in the follow-up.
- La Structure de Promotion de l’Innovation et de la Créativité (SPIC), November 5, 2019 (translation)
Recommendation #38
’’
The Commission recommends to the City of Montréal that, in the immediate and
annually, the Commission sur le développement social et la diversité and the Commission
de la sécurité publique hold joint public meetings in which the General Manager will
report on the measures taken to counter systemic racism and discrimination and on
the implementation of the action plan on the subject. These meetings are to include a
question period from the public.

References
1. Inclusion Jeunesse, doc. 8.46
2. Droit d’initiative en consultation publique, doc. 5.5
3. Ville de Montréal, Sommaire décisionnel, doc. 1.1
4. Ville de Montréal, Résolution, doc. 1.4
5. Ville de Montréal, doc. 3.1, p. 10; Profils sociodémographiques – Recensement 2016, doc. 5.11
6. Montréal lance un Chantier en accessibilité universelle, doc. 5.90
7. Ville de Montréal, documents 3.1, 3.2 et 3.6
8. Synthèse des préconsultations en arrondissement, doc. 6.2
9. Réponses de la Ville de Montréal – 2 juillet 2019, doc. 6.7.1, p. 16
10. Inclusion Jeunesse, doc. 8.46
11. Ville de Montréal, doc. 3.2, p. 65
12. Balarama Holness, doc. 7.4, p. 9, L. 195
13. Ville de Montréal – Contrôleur général, doc. 5.45
14. Syndicat des Cols bleus regroupés de Montréal - Situations de discrimination présumées à Montréal-Nord, doc. 5.46
15. Ville de Montréal - Peuples autochtones, doc. 5.47
18. The five groups are visible minorities, ethnic minorities, Indigenous people, women and persons with disabilities.
19. Transcription of the thematic public information session on employment, May 28, 2019, doc. 7.4, L. 1400
20. Fondation canadienne des femmes, doc. 8.59.2, p. 12
21. Nomination à la direction de l’arrondissement du Sud-Ouest, doc. 5.89
22. Ville de Montréal, doc. 3.2, p.51
23. Vue sur les contrats, doc. 5.50
24. Rito Joseph, doc. 8.92.1, L. 2495
25. CDPDJ : M. Kees Miller, M. Mason et C. Miller c. Ville de Montréal (SPVM), doc. 5.80, QCTDP 31, par. 171
26. Ligue des Noirs du Québec c. Ville de Montréal (2019), doc. 5.81, QCCS 3319, par. 14
27. Femmes Autochtones du Québec, doc. 8.49.2, p. 3, L. 1987
28. Rapport Armony-Hassaoui-Mulone, doc. 5.51; Groupe de recherche, doc. 8.27, p. 13
29. S. Caron est choisi pour succéder à M. Prud’homme à la tête du SPVM, doc. 5.75
30. SPVM : mesures suite au rapport sur le données d’interpellations policières, doc. 5.88
31. Lutte contre les profilages racial et social-Bilan 2018-2019 du 21 janvier 2020, doc. 5.40
32. Montréal dévoile sa Politique d’accès aux services municipaux sans peur, doc. 5.85
33. La Politique d’accès aux services municipaux sans peur, doc. 5.86
34. Ville de Montréal, doc. 3.1, p. 52; Ville de Montréal, doc. 3.2, p. 75-76
36. Conseil des arts de Montréal, doc. 8.6, p. 15
37. Transcription de la séance thématique culture du 21 mai 2019, doc. 7.3, L. 425
39. Culture Montréal, doc. 8.16, p. 5
40. Direction de la santé publique de Montréal (mémoire pour l’OCPM 2017), doc. 5.91, p. 16; INSPQ : Inégalités de santé
et intersectionnalité (2015), doc. 5.72
41. Compte-rendu de la rencontre avec les intervenants autochtones, doc. 6.4
42. Table sur la diversité, l’inclusion et la lutte contre les discriminations, doc. 100, p. 16
43. La Commission de la présidence du conseil, doc. 5.77
44. Les activités des commissions permanentes, Bilan 2019 (CPC), doc. 5.78, p. 27

1550 Metcalfe Street
Suite 1414
Montréal (Québec)
H3A 1X6
Telephone: 514 872-3568
info@ocpm.qc.ca
ocpm.qc.ca

Read A Summarized Version of The Report Here

Hochgeladen von

Dokumentinformationen

Originaltitel

Copyright

Verfügbare Formate

Dieses Dokument teilen

Dokument teilen oder einbetten

Freigabeoptionen

Stufen Sie dieses Dokument als nützlich ein?

Sind diese Inhalte unangemessen?

Copyright:

Verfügbare Formate

Read A Summarized Version of The Report Here

Hochgeladen von

Copyright:

Verfügbare Formate

Summary Report:

1 A Mobilizing Process From the Beginning to the End 4

2 SUMMARY REPORT | PUBLIC CONSULTATION ON SYSTEMIC RACISM AND DISCRIMINATION

More than 7,000 participations, both in person and online,

The Commission held was not an inquiry. The goal of the

The 38 recommendations of the Commission involve,

The complete version of the report contains 252 pages,

SUMMARY REPORT | PUBLIC CONSULTATION ON SYSTEMIC RACISM AND DISCRIMINATION 3

4 SUMMARY REPORT | PUBLIC CONSULTATION ON SYSTEMIC RACISM AND DISCRIMINATION

SUMMARY REPORT | PUBLIC CONSULTATION ON SYSTEMIC RACISM AND DISCRIMINATION 5

The City, in its reference documents and presentations,

- Marjorie Villefranche, May 28, 2019 (translation)

In order to foster the full participation of all segments of the

6 SUMMARY REPORT | PUBLIC CONSULTATION ON SYSTEMIC RACISM AND DISCRIMINATION

The Commission is of the opinion that this approach, called

When the Commission asked for precisions on actions

- Response by the City of Montréal to the Commission, July 2, 2019 (translation)

SUMMARY REPORT | PUBLIC CONSULTATION ON SYSTEMIC RACISM AND DISCRIMINATION 7

8 SUMMARY REPORT | PUBLIC CONSULTATION ON SYSTEMIC RACISM AND DISCRIMINATION

As mentioned, the recommendations of the Commission

The first step necessary to redress and rectify a situation is

SUMMARY REPORT | PUBLIC CONSULTATION ON SYSTEMIC RACISM AND DISCRIMINATION 9

• Prepare the content of an annual accountability report to be presented by the City

10 SUMMARY REPORT | PUBLIC CONSULTATION ON SYSTEMIC RACISM AND DISCRIMINATION

• Adds its endorsement of the United Nations Declaration on the Rights of

The Need for Supplemental and Precise Data

Data that is rigorously developed, compiled and analysed

SUMMARY REPORT | PUBLIC CONSULTATION ON SYSTEMIC RACISM AND DISCRIMINATION 11

During the hearings, those that initiated the consultation

12 SUMMARY REPORT | PUBLIC CONSULTATION ON SYSTEMIC RACISM AND DISCRIMINATION

• That the Ombudsman and the Commission de la fonction publique de Montréal

• That the Ombudsman and the Commission de la fonction publique de Montréal

SUMMARY REPORT | PUBLIC CONSULTATION ON SYSTEMIC RACISM AND DISCRIMINATION 13

Numerous comments were made regarding the training of

The City has invested resources to train its personnel on the

Whereas the goal of cultural diversity training is to sensitize

• Evaluate the impact of these trainings on the targeted clienteles.

14 SUMMARY REPORT | PUBLIC CONSULTATION ON SYSTEMIC RACISM AND DISCRIMINATION

During the consultation, many persons, Indigenous and non-

- Nakuset, May 29, 2019

Following the opinions expressed by participants to the

SUMMARY REPORT | PUBLIC CONSULTATION ON SYSTEMIC RACISM AND DISCRIMINATION 15

• The offer of municipal services to Indigenous persons, regardless of the borough

• The system of grant subsidies for projects in order to examine if biases or

Initiatives Requiring Perennity and Increased Support

• Ensure the perennity of the mandate of the Indigenous affairs Commissioner

16 SUMMARY REPORT | PUBLIC CONSULTATION ON SYSTEMIC RACISM AND DISCRIMINATION

6.1 Employment at the City of Montréal

‘‘ ... diversity is not a legal concept,

- Adelle Blackett, May 28, 2019 (translation)

Over the years, the question of systemic discrimination in

It is undeniable that the City of Montréal is a major employer,

SUMMARY REPORT | PUBLIC CONSULTATION ON SYSTEMIC RACISM AND DISCRIMINATION 17

Poorly Defined Targets, Clearly Insufficient Progress

The Commission considers that the Action Plan for Diversity

In 2019, the City announced a hiring objective of 33%

18 SUMMARY REPORT | PUBLIC CONSULTATION ON SYSTEMIC RACISM AND DISCRIMINATION

The media reported, in January 2020, that in five years, 25%

A study submitted to the Commission concluded that a

Measures like these are not exceptional; they in fact already

• Promote innovative talent management strategies, such as internal promotions,

• Produce an annual report with the results, using differentiated data.

SUMMARY REPORT | PUBLIC CONSULTATION ON SYSTEMIC RACISM AND DISCRIMINATION 19